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Conduct an Exit Interview

When employees resign, retire or otherwise leave the organization, employers have an opportunity to collect sensitive yet extremely valuable information regarding that employee's experience in the workplace. The employer will likely never have this opportunity again, and should conduct exit interviews with departing employees, whenever possible. Employers should also consider collecting information from existing employees annually at the end of a regular employment cycle by using a Periodic Acknowledgment.

Exit interviews should cover many facets of the workplace experience including the effectiveness of company leadership hierarchies, company waste or inefficiency, legal or regulatory compliance with both internal and external protocols and of course, incidents of discrimination, harassment and all sorts of improper activities in the workplace.

If departing employees are uncomfortable or otherwise unwilling to participate in exit interviews, employers should take time to explain the exit interview process to them, both the procedure and the purpose. If all else fails, employers can provide written questionnaires to departing employees if they are unwilling to participate in face-to-face interviews.

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